Professional Development Department & Support Services Applications Department

Objective Overview of the unified employee development process under the Talent Management Solution

Business Drivers Orgs looking for a One-Stop Shop for employee development IDPs Employees without or having multiple IDPs No approval mechanism Forecasting & execution of IDPs Difficulty tracking IDPs Mentorship Employee participation

Agenda Current Employee Development Processes New Employee Development Process Roles and Responsibilities Talent Management System Capabilities Benefits What is Required From Organizations? Go-Live and End User Support

Current Employee Development Processes Talent Management System (Phase I) Employee Development CMaps/MySkills UPDC GC 11-14 IDP PDP/DPTS JTS Succession Planning Specialist Development Program Hi Potential

New Employee Development Process Single Employee Development Process Single Development Model Single IDP/Employee The combining of the 3 systems into a singular system will be achieved through the standardization of the process yielding a Unified employee development process supported by a single SAP system. Single employee development process – Single Skills model – Single IDP per employee IT/PDD looked at all the current processes and determined the similarities to standardize and align it. Essentially making one process for all employees across their career lifecycle (grade code, professional model (CP) )

Employee Development Models Competency based (CMaps) Curriculum based (UPDC) Ad Hoc For CMaps, need to give two types of examples Mechanical Eng IV, III, II or I. Technical Accounting Policy Junior Analyst, Analyst or Senior Analyst For UPDC, use example of Geology Independent Contributor, Geology Career Professional, or Geophysics Independent Contributor etc

Employee Development Process: CMAPS 2 Supervisor / Mentor Assessment 1 Individual Assessment 3 Development Reviews 6 Executing IDP To start the CMaps based development process, a Development Profile (previously known as Tailored Position) must be assigned to the employee. This is done once (not every year) until the employee is ready to be developed against the next one. 1- The Employee will use TM system to Complete a cycle which consists of performing self assessment against the skills required for that Development Profile, then perform Gap Analysis which helps employee identify development activities most effective in addressing gaps, and then Proposing activities to be included in the IDP 2- The Supervisor / Mentor will be able to see employee’s assessment and Dev activity proposals and will be able to complete their part of the cycle for employee (Performing Assessment, Gap Analysis) as well as editing the IDP. 3- Mentor and Mentee will meet to Review IDP. (Happens Jan- Mar) 4-Mentors will submit the IDP for organization Management approval in April. 5 – Organization Management will approval the IDPs in May. Organizations can then run Training Forecasting report to help with Operating Plans and schedule planning. 6- IDP will be executed by TC’s, mentors and employees: training scheduled, assignments executed and evaluated. 7- This cycle will be repeated every year until employee has achieved required skills and can be re-targeted to new Development Profile for further development. 5 Approve IDP (May) 4 Create IDP (Apr)

Employee Development Process: NoN-CMAPS Mentor Assessment completed outside TM System 1 Development Reviews 4 Executing IDP 3 Approve IDP (May) 2 Create IDP (Apr)

Employee Development Process Steps Develop IDPs Approve IDPs Execute IDPs Assign Dev. Profile Assign Mentor Assess Skills Analyze Gaps CMaps- Based √ Curriculum- Based √ Auto Predetermined DEVELOPMENT MODELS √ Outside TM System - Ad Hoc

Roles & Responsibilities Employee Self-assessment (CMaps only) (Jan – Mar) IDP Review meeting (Jan – Mar) Propose development activities (as needed) Supervisor / Mentor Assessment (CMaps only) (Jan – Mar) IDP Review meeting (Jan – Mar) Submit IDP (April) Mentor / mentee meeting (as needed) Dept Head IDP approval (May) Training Coordinators IDP execution (as applicable) Tracking & monitoring of development activities HR Coordinators Employee development process monitoring Strategic reporting 11

TM System Capabilities Ability to view all employees and their information from one screen ()One-Stop Shop screen Ability to process employee development actions from the same screen: Assign Development Profiles and mentors to employees Assess skills and perform Gap Analysis for employees Assessment screen Gap Analysis screen Develop IDP for employees based on skill gaps/needs IDP screen Approve IDP’s online Track & monitor IDP execution and progress through improved reporting More efficient processing of all PDP activities

One-Stop Shop screen

IDP screen

Assessment screen

Gap Analysis screen

Benefits Stakeholders Benefits All One-Stop Shop for all development processing One IDP per employee Improved analytical & statistical reporting Supervisors & Chiefs Singular tool for employee development Targeted IDP development Sustainability Employees IDP clarity Employee ownership of the development process Formalized mentoring process Management Accountability & reporting Prepare Saudi Aramco’s workforce for the future Improved Operating Plan forecasting for training and manpower Training Providers Improved demand management & forecasting

What is Required From Organizations? Encourage employees on CMap based development and their mentors to perform skill assessment in MySkills Identify HR Coordinators Identify mentors

Go Live & End User Support Awareness Campaign Company-wide announcements leading up to the Go-Live Classroom and e-Training options TM System webpage on T&D Online Frequently Asked Questions (FAQs) document Three-tier support structure post Go-Live Go-Live April 2011

Contact Details David Shaw: 874-8698, SHAWDS0A Ken Williams: 874-8489, WILLIAKE Mohammad Tayyab: 874-8929, TAYYMX0A Mushtaq Rehman: 874-8166, REHMANMM

Thank you